{"id":113269,"date":"2025-04-23T13:52:25","date_gmt":"2025-04-23T11:52:25","guid":{"rendered":"https:\/\/www.livespace.io\/?p=113269"},"modified":"2025-05-05T12:55:13","modified_gmt":"2025-05-05T10:55:13","slug":"sales-performance-improvement-plan","status":"publish","type":"post","link":"https:\/\/www.livespace.io\/en\/blog\/sales-performance-improvement-plan\/","title":{"rendered":"How to Create a Sales Performance Improvement Plan in 7 Steps [+FREE TEMPLATE]"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents:<\/p>\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.livespace.io\/en\/blog\/sales-performance-improvement-plan\/#Step_1_Identify_and_address_specific_performance_gaps_in_your_sales_team\" >Step #1 Identify and address specific performance gaps in your sales team<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.livespace.io\/en\/blog\/sales-performance-improvement-plan\/#Step_2_Set_clear_achievable_goals\" >Step #2 Set clear, achievable goals<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.livespace.io\/en\/blog\/sales-performance-improvement-plan\/#Step_3_Create_a_fair_performance_improvement_plan\" >Step #3 Create a fair performance improvement plan<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.livespace.io\/en\/blog\/sales-performance-improvement-plan\/#Step_4_Implement_the_plan_and_offer_continuous_support\" >Step #4 Implement the plan and offer continuous support\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.livespace.io\/en\/blog\/sales-performance-improvement-plan\/#Step_5_Track_and_measure_sales_performance_improvements_objectively\" >Step #5 Track and measure sales performance improvements objectively<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.livespace.io\/en\/blog\/sales-performance-improvement-plan\/#Step_6_Run_productive_coaching_conversations\" >Step #6 Run productive coaching conversations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.livespace.io\/en\/blog\/sales-performance-improvement-plan\/#Step_7_Decide_on_retention_or_termination_based_on_clear_metrics\" >Step #7 Decide on retention or termination based on clear metrics<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.livespace.io\/en\/blog\/sales-performance-improvement-plan\/#Sales_Performance_Improvement_Plan_%E2%80%93_free_template\" >Sales Performance Improvement Plan \u2013 free template<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.livespace.io\/en\/blog\/sales-performance-improvement-plan\/#Conclusion\" >Conclusion<\/a><\/li><\/ul><\/nav><\/div>\n<p><span style=\"font-weight: 400;\">Performance Improvement Plans (PIPs) are often seen as a last resort \u2013 but they don\u2019t necessarily have to. When done right, they\u2019re not about letting someone go; they\u2019re about giving them the support, skills, and direction they need to get back on track.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The key is making the PIP fair, transparent, and genuinely useful.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this article, I discuss the steps you should take to create and execute your sales performance improvement plan. I also share a free template you can use to offer your underperforming team members a hand and help them succeed in the long-term.<\/span><\/p>\n<p><strong>Table of Contents:<\/strong><\/p>\n<p>Step #1 Identify and address specific performance gaps in your sales team<br \/>\nStep #2 Set clear, achievable goals<br \/>\nStep #3 Create a fair performance improvement plan<br \/>\nStep #4 Implement the plan and offer continuous support<br \/>\nStep #5 Track and measure sales performance improvements objectively<br \/>\nStep #6 Run productive coaching conversations<br \/>\nStep #7 Decide on retention or termination based on clear metrics<br \/>\nSales Performance Improvement Plan \u2013 free template<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Step_1_Identify_and_address_specific_performance_gaps_in_your_sales_team\"><\/span><span style=\"font-weight: 400;\">Step #1 Identify and address specific performance gaps in your sales team<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">If you want to improve sales performance, the first step is digging into the numbers \u2013 conversion rates, deal size, and quota attainment.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s say a salesperson books tons of meetings but barely closes any deals. That\u2019s a sign they might need help with negotiation or handling objections. Comparing their performance with top reps can give you clues about what\u2019s missing.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Listening to sales calls and getting feedback from customers and colleagues can also uncover problem areas. If a rep keeps losing prospects when it comes to pricing, they might not be showing enough value.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, if a customer says, \u201cThis is too expensive,\u201d and the salesperson just replies, \u201cThat\u2019s our price,\u201d without explaining ROI, they\u2019re missing an opportunity. A little training can go a long way here.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s also important to figure out why someone is struggling. Sometimes, it\u2019s not a lack of skill, but a lack of confidence. If a representative hesitates to ask for the sale, role-playing can help. Practicing responses like, \u201cI understand your concern, but many clients have actually saved [specific amount] over time with our solution,\u201d can make them feel more comfortable and persuasive.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Sales managers can use <\/span><a href=\"https:\/\/www.livespace.io\/\"><span style=\"font-weight: 400;\">Livespace<\/span><\/a><span style=\"font-weight: 400;\"> to track key metrics like close rates, deal value, and follow-up efficiency. With this data, they can set clear, realistic goals. For example, increasing a rep\u2019s close rate from 15% to 20% or speeding up their follow-up times. This way, improvements become measurable and actionable.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Step_2_Set_clear_achievable_goals\"><\/span><span style=\"font-weight: 400;\">Step #2 Set clear, achievable goals<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Setting clear and realistic goals helps sales reps stay focused and motivated. As their manager, you need to make sure that the individual targets you set in the PIP support team-level objectives.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Make them very specific. Instead of a vague aim like \u201csell more,\u201d define concrete outcomes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To cite a great piece from <\/span><a href=\"https:\/\/workweek.com\/2024\/05\/02\/what-if-its-the-rep\/\"><span style=\"font-weight: 400;\">Workweek<\/span><\/a><span style=\"font-weight: 400;\">, \u201cif people don\u2019t know what\u2019s expected of them and they fall short of their manager\u2019s expectations, that\u2019s the manager\u2019s fault.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, if someone struggles with successfully closing deals, a solid goal could be \u201cincrease <\/span><a href=\"https:\/\/www.livespace.io\/en\/blog\/sales-win-rate\/\"><span style=\"font-weight: 400;\">sales win rate<\/span><\/a><span style=\"font-weight: 400;\"> from 15% to 20% within three months.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Goals should be ambitious but attainable. If a sales team member usually closes five deals a month, expecting them to suddenly hit 20 while on the PIP will only lead to frustration. A smarter approach is to gradually raise expectations while offering your support.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This brings me to setting the timeline. Instead of a goal of \u201cget better at follow-ups,\u201d you should go with a clear: \u201csend follow-up emails within 24 hours and book at least two second meetings per week.\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you don\u2019t want to check in with the person all the time, you can track this time-bound progress easily in your CRM reports.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Last but not least, don\u2019t forget to celebrate small wins. Whether it\u2019s landing a tough meeting or improving response rates, they\u2019re what will keep your employee invested during the performance improvement plan duration.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Step_3_Create_a_fair_performance_improvement_plan\"><\/span><span style=\"font-weight: 400;\">Step #3 Create a fair performance improvement plan<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">At this step, I believe we should address the \u201celephant in the room\u201d, i.e., the fact that improvement plans often get <\/span><a href=\"https:\/\/www.reddit.com\/r\/sales\/comments\/13kc9o7\/just_got_put_on_my_first_pip_of_my_sales_career\/\"><span style=\"font-weight: 400;\">bad press<\/span><\/a><span style=\"font-weight: 400;\">. Some people believe that a PIP is \u201ca polite way of walking you to the door.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">On the one hand, some companies might use them to justify termination, rather than helping struggling sales team members improve their ability to meet objectives. On the other, I&#8217;ve often seen employees who were placed on a PIP successfully turn things around and continue thriving at the company. The key is a plan to be <\/span><b>fair.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">A &#8220;fair&#8221; plan can mean different things depending on your sales process and team structure. First and foremost, for a PIP to be truly &#8220;fair,&#8221; it should not hinder access to the resources an employee needs to improve their performance. If the plan restricts access to key data or if a manager starts prioritizing non-PIP employees over those under the plan, it\u2019s clear that the employee won\u2019t be able to succeed.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A PIP should help the employee, for example, by connecting them with senior or top-performing sales agents who can offer guidance. Or, by scheduling daily status meetings with the team leader to provide ongoing support.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ultimately, as one <\/span><a href=\"https:\/\/www.reddit.com\/r\/sales\/comments\/13kc9o7\/comment\/jklcwjv\/\"><span style=\"font-weight: 400;\">Redditor<\/span><\/a><span style=\"font-weight: 400;\"> shared, they had been placed on several PIPs throughout their career, and most resulted in them staying with the company. &#8220;In my experience, most managers want you to succeed because they depend on your performance too,&#8221; they concluded.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So, what should you look for when drafting a performance improvement plan?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are the main points:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Clear performance expectations<\/b><span style=\"font-weight: 400;\">: define the sales quota the rep is expected to meet, along with specific improvement benchmarks (e.g., reaching 80% of the quota in month 1, 100% by month 2). Also, outline any additional <\/span><a href=\"https:\/\/www.livespace.io\/en\/blog\/sales-metrics-kpis\/\"><span style=\"font-weight: 400;\">sales KPIs<\/span><\/a><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">, such as the required number of calls, emails, or demos completed per week.<\/span><\/span><\/span><\/span><\/span><strong>Note:<\/strong> As the PIP progresses, monitor performance through CRM reports and manager evaluations. Livespace\u2019s reporting tools provide the precise metrics needed for PIPs, while task management features allow for tracking of improvement activities. This transforms the PIP framework from a theoretical concept into a practical, data-driven coaching tool, making the process more objective and effective.<\/li>\n<\/ol>\n<p><img decoding=\"async\" class=\"alignnone size-full wp-image-113273\" src=\"https:\/\/www.livespace.io\/wp-content\/uploads\/2025\/04\/image1-1.png\" alt=\"[alt] Sales Performance Improvement Plan; use a CRM with advanced reporting to track your employee\u2019s progress\" width=\"1100\" height=\"795\" srcset=\"https:\/\/www.livespace.io\/wp-content\/uploads\/2025\/04\/image1-1.png 1100w, https:\/\/www.livespace.io\/wp-content\/uploads\/2025\/04\/image1-1-300x217.png 300w, https:\/\/www.livespace.io\/wp-content\/uploads\/2025\/04\/image1-1-1030x744.png 1030w, https:\/\/www.livespace.io\/wp-content\/uploads\/2025\/04\/image1-1-768x555.png 768w, https:\/\/www.livespace.io\/wp-content\/uploads\/2025\/04\/image1-1-705x510.png 705w\" sizes=\"(max-width: 1100px) 100vw, 1100px\" \/><\/p>\n<ul>\n<li aria-level=\"1\"><b>Duration &amp; checkpoints: <\/b><span style=\"font-weight: 400;\">determine a specific timeframe (for example, 60 or 90 days). Then, agree on the frequency of check-ins with the sales manager. I recommend scheduling them weekly or biweekly to review progress.<\/span><\/li>\n<li aria-level=\"1\"><b>Actionable steps for improvement: <\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">define what you expect the employee to deliver.<\/span><\/span><\/span>Depending on your business, these could be:<\/li>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Participating in sales training sessions focused on areas like objection handling and closing techniques.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Shadowing top-performing sales reps.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Improving lead qualification to focus on high-intent prospects.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Adjusting outreach tactics (e.g., running more follow-ups or using personalized messaging).<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ol start=\"4\">\n<li><b> List of available resources &amp; support: <\/b><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">specify the exact resources the employee under the PIP will have. These should include access to coaching and\/or mentorship, as well as necessary tools. It\u2019s important that they have access to CRM data so they can track and manage leads better.<\/span><\/span><\/span><\/span><\/li>\n<li><b> Next steps:<\/b><\/li>\n<\/ol>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If the salesperson meets the targets, they will be removed from the PIP.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If there\u2019s some progress but not full quota achievement, the company may extend the PIP.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If the person fails to meet the agreed-upon targets, termination may be the next step.<\/span><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Step_4_Implement_the_plan_and_offer_continuous_support\"><\/span><span style=\"font-weight: 400;\">Step #4 Implement the plan and offer continuous support\u00a0<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Once the PIP is in motion, stay involved in your employee\u2019s progress.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Even if they don\u2019t directly request your help, make it clear that you\u2019re there to support them. During check-ins, review any performance data from the CRM that may suggest they\u2019re struggling and address it proactively.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You might suggest additional training or share valuable resources. For example, if they\u2019re struggling with time to close deals, you could recommend our webinar with Bryan Murly of MySalesCoach on <\/span><a href=\"https:\/\/www.livespace.io\/en\/webinars\/strategies-for-closing-deals-fast\/\"><span style=\"font-weight: 400;\">accelerating deal closures<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Keep in mind that the PIP itself can be a stressful situation, which might affect the employee\u2019s learning pace. The average person retains only about <\/span><a href=\"https:\/\/www.sciencedirect.com\/topics\/agricultural-and-biological-sciences\/forgetting-curve\"><span style=\"font-weight: 400;\">21% of information after 30 days<\/span><\/a><span style=\"font-weight: 400;\">. So, when offering opportunities for upskilling, encourage the sales rep to take a step-by-step approach and apply what they\u2019ve learned in practice. This will help them maximize your support while easing any pressure they may feel.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Step_5_Track_and_measure_sales_performance_improvements_objectively\"><\/span><span style=\"font-weight: 400;\">Step #5 Track and measure sales performance improvements objectively<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Many PIPs fail not because of lack of good will, but because they lack objective measurement tools and consistent tracking mechanisms. This is precisely what a good CRM system like Livespace provides.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Livespace makes it easy to track performance and spot issues early with detailed analytics. It helps document progress objectively and measure improvements accurately. This helps you clearly define what\u2019s expected at each stage of the improvement plan, making it easier for those under a PIP to complete specific goals.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This turns the PIP process from potentially abstract (if based on vague objectives) into a practical, data-driven coaching tool.\u00a0<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone size-full wp-image-113275\" src=\"https:\/\/www.livespace.io\/wp-content\/uploads\/2025\/04\/image2.png\" alt=\"[alt] sales performance improvement plan; Livespace lets you track progress in real-time\" width=\"1100\" height=\"700\" srcset=\"https:\/\/www.livespace.io\/wp-content\/uploads\/2025\/04\/image2.png 1100w, https:\/\/www.livespace.io\/wp-content\/uploads\/2025\/04\/image2-300x191.png 300w, https:\/\/www.livespace.io\/wp-content\/uploads\/2025\/04\/image2-1030x655.png 1030w, https:\/\/www.livespace.io\/wp-content\/uploads\/2025\/04\/image2-768x489.png 768w, https:\/\/www.livespace.io\/wp-content\/uploads\/2025\/04\/image2-705x449.png 705w\" sizes=\"(max-width: 1100px) 100vw, 1100px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Step_6_Run_productive_coaching_conversations\"><\/span><span style=\"font-weight: 400;\">Step #6 Run productive coaching conversations<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">In addition to having the right tools, it\u2019s crucial to have productive coaching conversations with underperforming team members to support their growth. Approach these discussions with empathy, focusing on actions.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">I recommend beginning with recognizing the employee&#8217;s efforts and strengths, and then discussing areas for improvement with specific examples.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Whether you\u2019re the person\u2019s direct manager or part of the HR team, create an open space for dialogue so that the employee can express their challenges and suggest ways to improve. This communicates to the sales rep that it\u2019s a two-way conversation, where both perspectives are taken into account. By keeping the conversation supportive and solution-focused, you help the rep make feel more invested in their growth and, ultimately, dedication to stay at the company.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Step_7_Decide_on_retention_or_termination_based_on_clear_metrics\"><\/span><span style=\"font-weight: 400;\">Step #7 Decide on retention or termination based on clear metrics<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Making decisions about retention or parting ways with an employee should always be based on clear, objective metrics. Continuously track the employee\u2019s performance, focusing on metrics like quota attainment, to get a comprehensive view of their progress.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you&#8217;re unsure whether their progress is sufficient, data from tools like Livespace can offer the clarity you need. They\u2019ll help you assess whether they\u2019ve made real improvements or if it\u2019s time to explore other options.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">By relying on concrete insights, you make sure that your decisions are fair and aligned with the team\u2019s overall goals. This approach eliminates any risk of bias or favoritism, ensuring a transparent and objective process.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">I recommend asking yourself the following questions, categorized into key performance areas:<\/span><\/p>\n<p><b>Performance trends in the CRM<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Has the employee improved in key areas such as deal closing rate, pipeline management, or client engagement?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is there an upward trend in sales numbers, or is performance stagnating?<\/span><\/li>\n<\/ul>\n<p><b>Effort &amp; attitude<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Are they actively implementing feedback and using the provided resources?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Are they showing motivation and willingness to improve?<\/span><\/li>\n<\/ul>\n<p><b>External factors<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the underperformance due to external factors (e.g., a weak market, poor lead quality) rather than the person\u2019s skills?<\/span><\/li>\n<\/ul>\n<p><b>Impact on team &amp; business<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is the sales rep\u2019s low performance affecting team morale or creating bottlenecks?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Can the company afford to retain them given their contribution to revenue?<\/span><\/li>\n<\/ul>\n<p><b>Alternative roles<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Would the team member be better suited for a different role, such as customer success or business development?<\/span><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Sales_Performance_Improvement_Plan_%E2%80%93_free_template\"><\/span><span style=\"font-weight: 400;\">Sales Performance Improvement Plan \u2013 free template<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div style=\"background-color: #e7f9e9; padding: 40px; border-radius: 4px; text-align: left;\">\n<p style=\"text-align: center;\"><strong>Need a sales performance improvement plan? We\u2019ve got a ready-to-use template for you.<\/strong><\/p>\n<p style=\"text-align: center;\"><strong>Just leave your email and we will send it directly to your inbox.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<div style=\"text-align: center;\"><div class=\"wpforms-container wpforms-container-full\" id=\"wpforms-113358\"><form id=\"wpforms-form-113358\" class=\"wpforms-validate wpforms-form wpforms-ajax-form\" data-formid=\"113358\" method=\"post\" enctype=\"multipart\/form-data\" action=\"\/en\/wp-json\/wp\/v2\/posts\/113269\" data-token=\"c027490b581d9a76d842b76afc5774da\" data-token-time=\"1777531859\"><noscript class=\"wpforms-error-noscript\">Please enable JavaScript in your browser to complete this form.<\/noscript><div class=\"wpforms-field-container\"><div id=\"wpforms-113358-field_3-container\" class=\"wpforms-field wpforms-field-layout\" data-field-id=\"3\"><div class=\"wpforms-field-layout-columns wpforms-field-layout-preset-50-50\"><div class=\"wpforms-layout-column wpforms-layout-column-50\" ><div id=\"wpforms-113358-field_1-container\" class=\"wpforms-field wpforms-field-name\" data-field-id=\"1\"><label class=\"wpforms-field-label wpforms-label-hide\" for=\"wpforms-113358-field_1\">Name <span class=\"wpforms-required-label\">*<\/span><\/label><input type=\"text\" id=\"wpforms-113358-field_1\" class=\"wpforms-field-medium wpforms-field-required\" name=\"wpforms[fields][1]\" placeholder=\"Name\" required><\/div><\/div><div class=\"wpforms-layout-column wpforms-layout-column-50\" ><div id=\"wpforms-113358-field_2-container\" class=\"wpforms-field wpforms-field-email\" data-field-id=\"2\"><label class=\"wpforms-field-label wpforms-label-hide\" for=\"wpforms-113358-field_2\">Email <span class=\"wpforms-required-label\">*<\/span><\/label><input type=\"email\" id=\"wpforms-113358-field_2\" class=\"wpforms-field-medium wpforms-field-required\" name=\"wpforms[fields][2]\" placeholder=\"Email\" spellcheck=\"false\" required><\/div><\/div><\/div><\/div><div id=\"wpforms-113358-field_6-container\" class=\"wpforms-field wpforms-field-checkbox\" data-field-id=\"6\"><label class=\"wpforms-field-label wpforms-label-hide\">Checkboxes <span class=\"wpforms-required-label\">*<\/span><\/label><ul id=\"wpforms-113358-field_6\" class=\"wpforms-field-required\"><li class=\"choice-1 depth-1\"><input type=\"checkbox\" id=\"wpforms-113358-field_6_1\" name=\"wpforms[fields][6][]\" value=\"The administrator of personal data is Livespace S.A. with its registered office in Warsaw. Your data will be processed for the purposes of marketing and educational communication.\" required ><label class=\"wpforms-field-label-inline\" for=\"wpforms-113358-field_6_1\">The administrator of personal data is Livespace S.A. with its registered office in Warsaw. Your data will be processed for the purposes of marketing and educational communication.<\/label><\/li><\/ul><\/div><\/div><!-- .wpforms-field-container --><div class=\"wpforms-submit-container\" ><input type=\"hidden\" name=\"wpforms[id]\" value=\"113358\"><input type=\"hidden\" name=\"page_title\" value=\"\"><input type=\"hidden\" name=\"page_url\" value=\"https:\/\/www.livespace.io\/en\/wp-json\/wp\/v2\/posts\/113269\"><input type=\"hidden\" name=\"url_referer\" value=\"\"><button type=\"submit\" name=\"wpforms[submit]\" id=\"wpforms-submit-113358\" class=\"wpforms-submit\" data-alt-text=\"Sending...\" data-submit-text=\"Get your template\" aria-live=\"assertive\" value=\"wpforms-submit\">Get your template<\/button><img decoding=\"async\" src=\"https:\/\/www.livespace.io\/wp-content\/plugins\/wpforms\/assets\/images\/submit-spin.svg\" class=\"wpforms-submit-spinner\" style=\"display: none;\" width=\"26\" height=\"26\" alt=\"Loading\"><\/div><\/form><\/div>  <!-- .wpforms-container --><\/div>\n<\/div>\n<p>&nbsp;<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span><span style=\"font-weight: 400;\">Conclusion<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">A performance improvement plan (PIP) can be a game-changer when it comes to helping your sales team get back on track.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You should start off by pinpointing exactly where team members are struggling, so you can focus on the areas that need attention. From there, create a fair and structured plan that gives them clear goals and the support they need to improve.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It&#8217;s crucial to track progress with measurable, objective metrics, so you can see if they\u2019re really moving in the right direction. Along the way, have regular, productive coaching conversations to offer guidance and keep motivation high.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ultimately, you want to be able to make informed decisions about whether to keep or let go of team members, based on objective, performance-driven insights.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you need help getting started with a PIP, check out the template I\u2019ve provided in this article to guide you through the process.\u00a0<\/span><\/p>\n<div style='text-align:center' class='yasr-auto-insert-visitor'><\/div>","protected":false},"excerpt":{"rendered":"<p>Performance Improvement Plans (PIPs) are often seen as a last resort \u2013 but they don\u2019t necessarily have to. When done right, they\u2019re not about [&hellip;]<\/p>\n","protected":false},"author":77,"featured_media":113148,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"yasr_overall_rating":0,"yasr_post_is_review":"","yasr_auto_insert_disabled":"","yasr_review_type":"B","footnotes":""},"categories":[291],"class_list":["post-113269","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-general"],"yasr_visitor_votes":{"stars_attributes":{"read_only":false,"span_bottom":false},"number_of_votes":1,"sum_votes":5},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to Create a Sales Performance Improvement Plan in 7 Steps [+FREE TEMPLATE] | Livespace CRM<\/title>\n<meta name=\"description\" content=\"Create a fair, effective sales performance 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